Tag: 3BL

Originally published by SuperSport

Over 800 KFC Mini-Cricket kids participated in the ninth KFC Mini-Cricket Provincial festival as the KFC Mini-Cricket season made its return in 2024.

The Provincial festival was hosted at The Oval Cricket Ground, Pietermaritzburg as part of the KwaZulu-Natal Inland region activities.

Over the years, the KFC Mini-Cricket programme has witnessed the graduation of numerous players, including Proteas captain Laura Wolvaardt and Under-19 women’s wicketkeeper Karabo Meso to mention a few.

Continue reading here. 

Originally published by SuperSport

Over 800 KFC Mini-Cricket kids participated in the ninth KFC Mini-Cricket Provincial festival as the KFC Mini-Cricket season made its return in 2024.

The Provincial festival was hosted at The Oval Cricket Ground, Pietermaritzburg as part of the KwaZulu-Natal Inland region activities.

Over the years, the KFC Mini-Cricket programme has witnessed the graduation of numerous players, including Proteas captain Laura Wolvaardt and Under-19 women’s wicketkeeper Karabo Meso to mention a few.

Continue reading here. 

February 23, 2024 /3BL/ – Lenovo has been included in the Human Rights Campaign Foundation’s 2023-2024 Corporate Equality Index (CEI) for the sixth year in a row, receiving a score of 90 out of 100. The Index is the foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality for US-based companies for their employees in the US and abroad.

The CEI rates companies on detailed criteria falling under four central pillars:

Non-discrimination policies across business entities;Equitable benefits for LGBTQ+ workers and their families;Supporting an inclusive culture; and,Corporate social responsibility.

“Lenovo is proud of being part of the 2023-2024 Corporate Equality Index again this year, it demonstrates the company’s commitment to build a smarter workplace for its LGBTQ+ employees” said Calvin Crosslin, Chief Diversity Officer, Lenovo. “While we are pleased with the continued progress we are making, we also recognize there is still work to do to build on our polices and practices and ensure equality for all our employees.”

Among actions implemented in the past year, Lenovo launched its first-ever self-identification campaign allowing employees to voluntarily self-identify their gender identity, race and ethnicity, and self-disclose visible and invisible disabilities in internal systems. Starting in the US with plans to roll out in other markets, the self-identification function will help Lenovo better understand the diversity of its workforce across different segments, including gender identity. Lenovo is also launching a guide to benefits in the US, especially as they relate to LGBTQIA+ populations.

Lenovo’s placement on the CEI comes alongside recent news that Lenovo has achieved its highest-ever score on the Workplace Pride benchmark, reflecting its dedication to inclusion of the LGBTQIA+ community beyond the US.

Lenovo is focused on growing diverse perspectives in its executive ranks, as demonstrated by the goal to increase executives from underrepresented backgrounds – including LGBTQ – to 35% by FY2025/26 (from 29% in 2020).

The results of the 2023-2024 CEI showcase how US-based companies are promoting LGBTQ+ friendly workplace policies in the U.S. and abroad. The first year of the CEI included 319 participants, and the 2023-2024 CEI now includes 1,384 participants; further demonstrating the tremendous trajectory of the CEI, a record-breaking 1,340 businesses have non-discrimination protections specific to gender identity, up from just 17 in 2002. These critical non-discrimination protections cover 21 million employees in the U.S. and around the globe.

The CEI rates employers providing these crucial protections to over 20 million U.S. workers and an additional 18 million outside of the US. Companies rated in the CEI include Fortune magazine’s 500 largest publicly traded businesses, American Lawyer magazine’s top 200 revenue-grossing law firms (AmLaw 200), and hundreds of publicly and privately held mid- to large-sized businesses.

The full CEI report is available online at www.hrc.org/cei. You can read more about Lenovo’s diversity and inclusion efforts in the Company’s most recent Environmental, Social and Governance Report.

About Lenovo 

Lenovo is a US$62 billion revenue global technology powerhouse, ranked #217 in the Fortune Global 500, employing 77,000 people around the world, and serving millions of customers every day in 180 markets. Focused on a bold vision to deliver Smarter Technology for All, Lenovo has built on its success as the world’s largest PC company by further expanding into growth areas that fuel the advancement of ‘New IT’ technologies (client, edge, cloud, network, and intelligence) including server, storage, mobile, software, solutions, and services. This transformation together with Lenovo’s world-changing innovation is building a more inclusive, trustworthy, and smarter future for everyone, everywhere. Lenovo is listed on the Hong Kong stock exchange under Lenovo Group Limited (HKSE: 992)(ADR: LNVGY). To find out more visit https://www.lenovo.com, and read about the latest news via our StoryHub

About Human Rights Campaign Foundation

The Human Rights Campaign Foundation is the educational arm of the Human Rights Campaign (HRC), America’s largest civil rights organization working to achieve equality for lesbian, gay, bisexual, transgender and queer (LGBTQ+) people. Through its programs, the HRC Foundation seeks to make transformational change in the everyday lives of LGBTQ+ people, shedding light on inequity and deepening the public’s understanding of LGBTQ+ issues, with a clear focus on advancing transgender and racial justice. Its work has transformed the landscape for more than 15 million workers, 11 million students, 1 million clients in the adoption and foster care system and so much more. The HRC Foundation provides direct consultation and technical assistance to institutions and communities, driving the advancement of inclusive policies and practices; it builds the capacity of future leaders and allies through fellowship and training programs; and, with the firm belief that we are stronger working together, it forges partnerships with advocates in the U.S. and around the globe to increase our impact and shape the future of our work.

More companies are setting net zero targets than ever before. Three quarters of companies with a senior sustainability executive are increasing their budgets to reach net zero.

The catch is, many of these companies are not communicating about the climate action they are taking.

These are some of the key findings from South Pole’s latest Net Zero Report: Destination Zero. While this report should encourage companies across the world to set, or double down on, net zero targets, more companies need to be going further, faster – especially against the backdrop of increasing, multi-billion-dollar climate disasters.

The report surveyed 1,400 sustainability professionals at director level to understand what drives their big climate commitments, what they see as risks, the solutions they are turning to, and how their organisations are progressing on a net zero emissions journey.

First, the bad news. The report found that most of the world’s companies are still doing nothing or very little when it comes to climate action. 92% of listed companies across the world do not have a publicly stated net zero commitment – a truly shocking figure.

However, the report revealed that the small but significant group of so-called climate-conscious companies – those with a dedicated sustainability or CSR lead in senior management – are doubling down on climate action. Over three quarters (76%) of climate-conscious companies are in fact increasing their net zero budgets.

In addition, companies clearly understand that communicating about the climate action they are taking is good for their business. The overwhelming majority (93%) of surveyed companies see the communication of their net zero strategy as key to commercial success.

This is a huge win. Taking climate action is simply good business and companies are starting to put their money where their mouth is – or rather where their mouth was. The survey also shows, concerningly, that the majority of companies who found communicating their climate action more difficult are decreasing their level of communications. This trend of greenhushing is prevalent across 9 of the 14 sectors surveyed.

Our report offers a rare glimpse into a core tension at the heart of corporate climate action: it reveals that increased and unclear regulation and industry requirements for corporate climate reporting, as well as heightened scrutiny from various stakeholders including media, are the core reasons for companies keeping quiet about their climate goals and progress.

Why is this a problem? Considering our efforts to reach net zero are often referred to as a moon shot, imagine the Apollo 11 Mission and the lead up to this historic feat happening in total secrecy and silence. Would international competition and the race for best solutions have been so fierce? Would it have happened without public moments and calls-to-action like JFK’s, ‘we choose to go to the moon’ address? I am no astronaut, but I somehow doubt it.

Coming down to earth, companies credibly and proudly communicating the work they are doing is critically important to spurring competition, action and, crucially, climate finance to the fledgling solutions science says we need. If more businesses lead from the front by speaking openly about their goals, this will spur the many others who are yet to set targets.

While it is easy to despair, I am genuinely hopeful. It is clear that corporate climate action is maturing.

More governments are now writing or implementing laws that push companies to report on their overall sustainability work, and to weed out those who have nothing to show. This means the trends we are seeing could be the proverbial calm before the (regulatory) storm, which will inevitably require all companies to disclose and discuss their impact on the climate and environment. Getting ahead of regulation will give companies the upper hand and deliver real value to shareholders, customers, our climate and environment.

To seize this opportunity, corporate net zero targets need to be underpinned by credible actions if they are to have their intended impact. This includes setting science-based milestones that drive down direct emissions and support collective resilience, while incentivising investments in future climate innovation, beyond corporate value chains. This applies above all to resource-intense companies with complex value chains. When considering investments in activities beyond a companies value chain, the focus should be on meaningful, high-quality, high-impact projects that really move the needle on reducing emissions but also carry other positive impacts for nature and communities. Without such milestones, targets ring hollow.

Companies leading this movement will bypass “’greenhushing” to communicate their actions and lessons learned in a credible and nuanced way. These efforts may not be perfect, but they will help drive progress, improve standards, and level the playing field.

Make no mistake, it is the committed corporate climate leaders who will blaze the trail down which the climate laggards will eventually be frog-marched by regulators. Which is why, now more than ever, it is time for all companies to meet the moment, to step up and, importantly, speak up on climate action.

The City of Quesnel and Lhtako Dene Nation (LDN) have united to etch their names in the sports history books. Located south of Prince George, BC, this small town with more than 10,000 people and the First Nation, whose lands are unceded, have jointly taken the reins to host the BC Winter Games this year.

Officially called Lhtako Quesnel 2024 BC Winter Games, this biggest sporting event in the region, scheduled from Feb. 22-25 in Quesnel, will not only highlight the province’s top athletes but also showcase the spirit of reconciliation in action. This unique partnership recognizes the First Nation’s culture, ways of life, and traditional territory, and also stands as a testament to unity.

“For us, this is more than just a sporting event,” says Tim Mitchell, LDN councilor and 2024 BC Winter Games board director. “All the participants gathering here in Quesnel will take home not only medals and memories of their competitions, but the stories and knowledge about our traditions and our people.”

About 1,700 athletes, coaches and officials are expected to participate in the Games. With this, volunteer support is crucial for the successful execution of the sports events. While 1,100 people have already volunteered, additional hands are still needed especially in food services, overnight shifts in accommodation and certified first-aid responders.

Enbridge employees, who live and work in the area, have also signed up to volunteer in this year’s Games. To further support this initiative, the company donated $25,000 as part of its Fueling Futures program. This will help ensure a smoother and higher quality sport event. Surplus funds become part of the Games legacy distributed in the community.

“As members of this community for almost 70 years, we take pride in participating in this historic sports event,” says Ali Hendi, an Enbridge projects manager. “But more volunteers are still needed, so we encourage anyone who is available to step forward and help make these games successful.”

Interested individuals can sign up on the BC Winter Games website.

(TOP PHOTO: The Lhtako Dene Nation and City of Quesnel will co-host the 2024 BC Winter Games in February. Photo courtesy BC Games.)

HEALTH CARE

Employees and covered family members are offered several programs to achieve and maintain their health and well-being goals through medical and prescription drug plans. Plans offer comprehensive medical and prescription drug coverage and provide free annual preventive health screenings. We offer competitive medical and prescription drug plans. In addition to the health reimbursement and health savings accounts offered to eligible employees with our medical plans, employees may enroll in healthcare and dependent care flexible spending accounts administered by a single provider, to make it easy for our employees to initiate reimbursements and track available balances. Our medical plans include extended multiple telehealth medical benefits and mental or emotional telehealth support.

PotlatchDeItic offers a Centers of Excellence program to all covered employees and family members. The Centers of Excellence program identifies specialist care at locations across the U.S. with doctors who have expertise with specific conditions such as cancer care, cardiac care, knee and hip replacement, spine surgery, or transplants. The benefit does not entail additional costs for the employee beyond the deductible and includes prepaid travel benefits and logistical support.

Our medical plans also include access to free chronic care monitoring, a comprehensive solution to effectively manage the full spectrum of diabetes, pre-diabetes/weight management, and hypertension. This program is offered to employees and their families at no additional cost and is a program that helps members achieve positive outcomes with their chronic conditions and reach their wellness goals. It provides online programs, connected smart devices, and personalized coaching.

PotlatchDeltic offers a digital physical therapy program to treat back, joint and muscle pain. This program pairs individuals with a physical therapist and provides easy-to-use technology in order to engage in at-home treatment. Specialized support and coaching allow individuals to relieve chronic pain or recover from surgery. This program is offered at no additional cost to all employees and their family members over the age of 13 who are covered under our medical plans. In addition, it provides a digital pelvic therapy solution, offering support for women in all stages of life including pregnancy, postpartum and menopause. This comprehensive program provides virtual consultations and digital therapy support to women in the convenience of their home. This program is offered to employees and spouses covered under our medical plans at no additional cost.

Employees and spouses are offered tobacco cessation support. This program provides coaching, resources, and supplies to help individuals meet their goals by becoming tobacco-free.

All covered employees and spouses are eligible to enroll in a maternity program through our medical plan. This is a comprehensive program that provides information and support for expectant mothers.

PotlatchDeltic offers an Infertility and Adoption Reimbursement program for all eligible full-time employees. This program offers inclusive fertility and family-forming benefits that cover multiple paths to parenthood — adoption, gestational carrier arrangements (commonly referred to as surrogacy), fertility treatments, pregnancy, and more. This program provides counseling, guidance, and resources to make family forming benefits accessible to everyone. In addition, under this program, we provide reimbursement benefits of up to $10,000 to assist towards infertility or adoption expenses.

PARENTAL LEAVE

Full-time employees are eligible for maternity and parental leave benefits. Through the Family and Medical Leave Act (FMLA), employees may receive up to 12 weeks of unpaid, job-protected leave. This leave applies to employees who became parents through birth or adoption. Birth mothers receive 6-8 weeks of total paid time off for recovery under the Short-Term Disability plan. In addition, the PotlatchDeltic Paid Parental Leave Program, provides up to four weeks of paid leave for all eligible new parents upon the arrival of a new child in their home. This plan is in addition to the 6-8 weeks of paid leave that employee birth mothers may receive under the Short-Term Disability plan. Paid Parental Leave may be taken up to 12 months after the birth or adoption placement of a new child. This program does not apply to employees in the state of Washington, who are covered by the Washington Paid Family and Medical Leave Program, which offers 12 weeks of paid leave for both birth and non-birth parents, subject to a weekly maximum benefit.

ACCIDENTAL DEATH AND DISABILITY COVERAGE

All full-time employees receive Company-paid Life Insurance and Accidental Death and Dismemberment (AD&D) Insurance. Full-time employees are also eligible to purchase supplemental employee, spouse and child life insurance as well as supplemental accidental death and dismemberment coverage. In addition, full-time employees traveling for business-related reasons are provided Business Travel Accident insurance for up to two times their annual base wages.

Short-term disability coverage is paid in full for all full-time employees. Benefits are provided for non-work-related illnesses and injuries for up to 26 weeks. After short-term disability coverage is exhausted, employees may be eligible for long-term disability.

RETIREMENT 

PotlatchDeItic helps its employees save for the future. We provide retirement saving opportunities for all employees through two 401(k) plans, a Salaried and an Hourly 401(k) plan. All employees are allowed to participate in the 401(k) retirement savings plan, including both full-time and part-time employees. A wide variety of investment options are offered to choose from. In addition, professional investment assistance is available through a third-party provider. As of December 31, 2023 have 96% participation and an average savings rate of over 8.1% across our 401(k) plans.

OTHERS

We offer competitive dental benefits and 100% employer paid vision benefits. To further protect our employees’ income, we offer supplemental insurance to all eligible full-time employees. This includes critical illness insurance (pays lump sum awards for critical illness diagnosis), hospital indemnity coverage (pays for inpatient admissions including pregnancy), and accident coverage (pays cash benefits if injured in an accident).

Our Employee Assistance Program (EAP) is a confidential, free service offered to all employees and their family members. This service provides professional counseling, referrals, tools, and resources to help employees and their families address mental and emotional health concerns. In addition, the EAP provides work-life resources to help employees and their family members achieve and maintain a healthy work-life balance.

Legal insurance is an employee-paid benefit offered to all eligible full-time employees and provides affordable legal counsel for a wide variety of everyday legal matters. Pet insurance is offered on an employee-paid basis to all eligible full-time employees and provides comprehensive coverage for illnesses, injuries, and routine wellness care for our employees’ beloved pet family members.

WORK-LIFE BALANCE

PotlatchDeltic recognizes that providing flexible work hours and teleworking is a competitive business advantage that can support the Company’s objectives while helping employees balance their personal commitments with work responsibilities. Flexible work arrangements are available to full-time employees who meet requirements and who work in a position that is conducive to flextime.

FORWARD-LOOKING STATEMENTS

This release contains certain forward-looking statements within the meaning of the federal securities laws. Words such as “achieve,” “campaign,” “commitments,” “continuously,” “future,” “goals,” “may,” “long-term,” “objectives,” “opportunities,” “reach,” ”up to 26 weeks,” and similar expressions are intended to identify such forward-looking statements. These statements reflect management’s views of future events based on assumptions and are therefore subject to known and unknown risks, uncertainties, and other factors, and are not guarantees of future conduct, results, or policies. Please view the Cautionary Statement Regarding Forward-Looking Information on page 134 of PotlatchDeltic’s 2022 ESG Report.

Originally published in Qualcomm’s 2023 Corporate Responsibility Report

We’ve integrated corporate responsibility throughout our business, from our daily operations to our executive leadership and our Board of Directors (Board).

The Governance Committee of our Board provides oversight on ESG matters not delegated to other Board committees, including ESG policies, programs and initiatives. The HR and Compensation Committee of our Board provides oversight on our human capital initiatives and our workforce DEI policies, programs and initiatives. The Audit Committee of our Board provides oversight of our ESG disclosure controls and procedures, as well as the Company’s information technology (IT) security/cybersecurity policies, risk mitigation and recovery plans.

Given the increased focus on ESG issues, in 2023, we strengthened and further consolidated our ESG committees and governance process. The ESG Leadership Committee, chaired by the Chief Sustainability Officer (CSO), provides guidance on global corporate responsibility issues, reviews progress on our goals, discusses risks and corresponding mitigation activities and provides oversight of external reporting. The ESG Leadership Committee is also responsible for ensuring that ESG continues to remain a visible component of our business strategy. It is composed of executives from Finance, Global Affairs, Human Resources (HR), Legal and other senior management representatives are periodically invited for updates, discussions and engagement. The CSO, on behalf of the Committee, reports to the Governance Committee of the Board at least two times a year.

Our ESG Working Group is a cross-functional committee made up of business and functional leads who are responsible for the execution and coordination of activities, goals and key ESG issue areas. It integrates directives from the ESG Leadership Committee into company-wide programs, measures progress on achieving our goals and reports accomplishments and challenges. Our ESG Working Group includes managers and other subject matter experts from functions across the Company, including Cybersecurity, DEI, Health and Safety, Human Rights, Investor Relations, Legal, Operations, Supply Chain Management and STEM Education, among others. In 2023, it was expanded to include subject matter experts from key technology areas and manufacturing facilities. This change looks to create greater alignment with business development and ensure that all areas of the Company are represented to support timely and proper delivery of our overall ESG strategy and programming.

The ESG issues overseen by the ESG Leadership Committee and ESG Working Group include climate change mitigation and adaptation, STEM education, DEI, supply chain sustainability including forced labor risks, social impact programs, human rights, health and safety, sustainability reporting, policy and regulation and resource management, among others.

Our ESG team, reporting to our Chief Sustainability Officer, coordinates the governance structure and drives overall ESG strategy for the Company. The team looks at risks, materiality, regulation, peer benchmarking and stakeholder expectations to define plans and facilitate progress.

Learn more about how Qualcomm is driving innovation, societal advancement and sustainability in the 2023 Corporate Responsibility Report

Originally published on GoDaddy Resource Library

Tell us a little bit about yourself and your role.

My name is Sandeep Sidhu and I’ve been fascinated by computers for as long as I can remember. I always encourage my kids to pursue what they love. Initially, I started studying to become a chartered accountant, just like many others in my year group. However, during my final year of before graduation, I happened upon a summer project involving computers and fell in love with it. Despite the odds and familial expectations, I decided to deviate from my initial path. I dropped out and taught myself computer programming using books and magazines, as there were no local computer courses or colleges available at the time. Eventually, I pursued a master’s in computer applications while working as a system administrator. Since then, I have never looked back.

Throughout my career, I have held numerous roles including System Admin, IT Manager, DevOps, and Site Reliability Engineer (SRE). Each role has contributed to my personal growth. I consistently update my knowledge of new technologies, primarily because I enjoy working with systems and technology.

At GoDaddy, I am part of the Recomm SRE Team as an SRE-V. Our team oversees the infrastructure for multiple EMEA brands and reseller teams. This infrastructure consists of hundreds of micro-services hosted on Kubernetes clusters and numerous on-premises servers. We ensure everything operates smoothly and carry out all necessary maintenance and improvement tasks. We handle a multitude of services used by various EMEA brands.

What project has been the most rewarding throughout your career journey?

Over the years, I’ve been involved in numerous projects, the most rewarding of which involved saving time and effort for multiple teams.

During my tenure at my previous company, I worked on an internal project that allowed several teams to check the status of customer VMs without the need for calls or waiting on other teams. It also enabled them to perform some diagnostics directly without providing full access. This meant that support staff at all levels could quickly check, report, and assist customers. This project saved countless hours that would otherwise be spent making calls or navigating multiple portals for the same information.

Within my team at GoDaddy, I had the opportunity to automate our certificates rotation. We manage hundreds of micro-services which we support, and they have hundreds of internal/external URLs across all environments. All these URLs use HTTPS and require regular certificates rotation, and some of those steps required manual intervention. To address this, I developed an internal operator compatible with our internal systems, automating the entire process of certificates rotation. This saved considerable man-hours and effort, and eliminated potential outages of missed cert rotations.

How has GoDaddy helped you grow as an individual?

GoDaddy has fostered my growth by allowing me to be myself. The company cultivates an environment where engineers are urged to do what’s right. This ethos, which is embedded in our core values, always prioritizes the betterment of our customers. When you propose valuable ideas, team members support you in advancing them. Working on such projects enables you to grow, learn new things, and collaborate with colleagues globally.

It’s beneficial that GoDaddy has roots as a servers and systems company. It houses many talented engineers, many of whom have ascended to management roles. Having managers who comprehend your technical challenges significantly aids project delivery.

Since joining GoDaddy, I feel I’ve grown not only technically but also in interpersonal skills through interactions with other exceptional engineers from various teams.

What advice would you give to an individual who is interested in a career in Site Reliability Engineering?

Being an SRE is a rewarding and fulfilling role. It guarantees that no two days are the same. You’re always looking for ways to enhance existing infrastructure, designing new systems, and aiding developers with your systems engineering knowledge.

If you’re interested in an SRE role, my advice would be to learn to have a holistic view of the infrastructure. In your daily tasks, don’t just focus on the current task at hand. Start thinking about the broader impact of these changes. Consider questions like: How will this infrastructure be maintained? Who will maintain it? What’s the backup plan? What happens if it fails? How will it be monitored? Do we have the necessary skills within the team for this new technology? Can all team members support this?

As an SRE, you’re constantly asking these types of questions when designing, implementing new solutions, evaluating existing solutions, or addressing new requirements.

With an SRE role, the lines between being a developer and an engineer are even more blurred than in DevOps roles. Don’t limit yourself to just the systems area. Venture into frontend development and explore new technologies in Node.js, React, or Vue.js. Understanding the language of the people you work with every day makes it easier for them to convey their issues and for you to understand those issues. Knowledge of UI and frontend tools can also help you build internal tools for the engineering team, resulting in a win-win situation.

Finally, strengthen your systems/networking fundamentals and develop a pragmatic approach to problem-solving. I strongly believe that solid fundamentals are crucial and will help you in the long run to become an outstanding engineer. Good fundamentals enable better debugging, troubleshooting, and even foreseeing potential problems before they occur.

What’s your motto or personal mantra?

Stay Hungry and Stay Foolish. In other words, stay curious, keep learning, and keep growing. Always strive to be more interested than interesting.

What do you enjoy doing outside of work?

Beyond work, I love cooking. I enjoy preparing various dishes for my family, including all kinds of Indian dishes, perfectly round chapatis, and parathas (Indian flatbread).

I also enjoy cycling with my children and visiting local parks on sunny days. We often have picnics, or I’ll lie on the grass, listening to their stories.

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

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Sofidel has once again been recognized by CDP – one of the main independent organizations for measuring and reporting environmental performance globally – for its commitment to fighting climate change and deforestation. 

Once again, the Group has positioned itself in the Leadership band of the Climate Change 2023 and Forests 2023 ratings by CDP. 

For both ratings, Climate Change and Forests, Sofidel received A-, positioning itself above both the European average (B, in the case of Climate Change, and C in the case of Forest Management) and the sector average (B for both ratings). 

Sofidel has recently intensified its ecological transition policies, committing to Science Based Targets (SBTi) to achieve carbon neutrality by 2050. The Net Zero goal, i.e., the reduction of greenhouse gas emissions and the consequent removal of residual emissions as close to zero as possible along the entire value chain, is at the center of the European Green Deal and considered crucial to limiting global warming well below 2°C according to the Paris agreements. 

About The Sofidel Group     
The Sofidel Group, a privately held company, is a world leader in the manufacture of paper for hygienic and domestic use. Founded in 1966, the Group has subsidiaries in 13 countries – Italy, Spain, the UK, France, Belgium, Germany, Sweden, Poland, Hungary, Greece, Romania, and the USA – with more than 6,800 employees. A member of the UN Global Compact, the Sofidel Group considers sustainability a strategic imperative and is committed to promoting sustainable development. For more information, visit www.sofidel.com.

Media Contact:
Fabio Vitali
Fabio.Vitali@sofidel.com 
www.sofidel.com

Jeannie Renné-Malone, vice president of global sustainability for VF Corporation, and Tim Tensen, chief operating officer for Terra Genesis, join co-host Andie Wood to discuss regenerative agriculture and the transformative potential of their partnership in fueling product innovation and creating a sustainable supply chain. Learn how this initiative is paving the way for a more environmentally conscious future in the apparel and footwear industry.

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